IRENE WORTHAM CENTER - POSITION DESCRIPTION

TITLE Human Resources Recruiter/Assistant	Revised 08/10/2026
DEPT Administration	Location IWC
SUPERVISED BY Human Resources Director	SUPERVISES None

Employee Sign		Print		Date
Manager Sign		Print		Date

Position Summary

Provides HR assistance and administrative support for the Human Resources Director by initiating, coordinating, and planning requirements for day-to-day functions. Provides full-cycle recruitment, including sourcing, screening, interviewing, and candidate evaluation, for the Human Resources Department.

Essential Duties & Responsibilities

1. Greet guests to the HR Department
   1. Answer questions, direct to appropriate person
   2. Coordinate the backend onboarding lifecycle by entering and setting up newly hired employees into the payroll, HRIS, and tracking systems once their paperwork is completed.

1. Benefits
   1. Monitor retirement plan website daily regarding new employees and employee changes
   2. Assist with online enrollments of newly eligible employees
   3. Maintain employee records and benefits information within HR systems
   4. Process employee benefit changes and ensure accurate documentation
   5. Audit and reconcile monthly benefits insurance carrier invoices to ensure billing accuracy.
   6. Monitor/update the unemployment website daily
   7. Assist with annual open enrollment, handle new hire registrations, process life status changes, and manage terminations.

1. Employee files/information
   1. Support day-to-day human resources operations, including employee record management, HR documentation, employee communications, data entry, and maintaining accurate personnel information.
   2. Assemble new employee files / Paycom data entry in the order of the check sheet
   3. Update Position Control with dates of documents as they are received
   4. Keep employee files organized as per the check sheet
   5. Data entry in HRIS
   6. Update employees’ benefits in Paycom when changes are made in benefit websites
   7. Update all platforms regarding employee terminations

1. Recruiting
   1. Post and promote job openings on the company's careers page, relevant job boards, and professional networks to attract qualified candidates.
   2. Actively source and engage candidates through online channels, including job boards, professional networks, college career platforms, portfolio sites, and employee referrals.
   3. Screen resumes and applications to assess qualifications and shortlist candidates for interviews, while ensuring timely and professional candidate communication.
   4. Maintain continuous communication with candidates to ensure a positive experience throughout the hiring process.
   5. Conduct initial candidate screening (phone, video, or in-person) and assist in coordinating subsequent interview rounds with hiring teams.
   6. Maintain accurate and up-to-date records in the position control system, ensuring compliance with internal and external documentation requirements.
   7. Evaluate candidates’ qualifications and cultural fit based on the organization’s values and mission statement.
   8. Communicate clearly and promptly with candidates throughout the hiring process, providing timely updates, answering questions, and setting expectations.
   9. Provide structured feedback to candidates, when appropriate, in coordination with hiring managers.
   10. Support onboarding coordination via a proper notification process.
   11. Collaborate with the HR leadership to monitor recruitment metrics, track open requisitions, and prepare status updates and reports assigned.
   12. Maintain confidentiality and professionalism in all candidate interactions and data handling.
   13. Ensure that application packets have been completed with all required information and signatures
   14. Forward copy of qualified applications to hiring managers, when applicable
   15. Once an applicant has been offered a position
       1. On the same day we receive the offer letter from the Hiring Manager, fax the Wolfe / Background check form and the Drug Test Release form

1. 1. 1. Background check results
         1. Acceptable – Complete pre-employment drug testing
         2. Questionable – give to HR Director to review Drug Test results
         3. Acceptable – call the applicant to schedule for the next Orientation
         4. Questionable – give to HR Director to review
   2. Print an Employee File Check List
      1. Check off all items received to date
      2. Highlight all missing items
   3. Check driving record
      1. Check new hire driving record
      2. Ensure insurance driving list is updated
   4. Perform additional recruitment-related tasks and projects assigned by the HR leadership
2. Training
   1. Create Agenda and confirm/inform/coordinate trainers and participants to include conference room reservations
   2. Support onboarding processes: prepare orientation materials, collect required documentation, assist with training schedules, and prepare new hire snapshots.
   3. Complete E-Verify process on first day of hire
   4. Act as a backup person for the orientation class/schedule
   5. Complete company-wide background and DMV check every two years.

1. Employee Relations
   1. Assist with company give-a-ways, acknowledgement lists, postings
   2. Assist with company outings and parties

1. Other projects/tasks as assigned